1. HOW HAVE HRIS HELPED
COMPANIES TO INTEGRATE CAREER
PLANNING WITH EFFECTIVE
SUCCESSION PLANNING?

2. PRESENTED BY:
 SAUMITRA GUPTA
 RUCHITA CHOWDHARY
 SOMA RAJ
 VIVEK SHARMA
 MANU GAUR

3. WHAT IS HRIS?
Human Resource Information
Systems (HRIS)
 A system which seeks to merge the
activities associated with human resource
management (HRM) and information
technology (IT) into one common
database through the use of enterprise
resource planning (ERP) software.
 Also called Human Resource Management
Systems (HRMS)
.

4. GOALS OF HRIS…
HRIS is to :
 merge the different parts of human
resources
 including payroll
 labor productivity
 benefit management into a less capital-
intensive system than the mainframes
used to manage activities in the past.

5.  Every HRIS has different capabilities.
So it should be picked up carefully by
companies.
 HRIS is a software or online solution
for the data entry, data tracking, and
data information needs of the Human
Resources, payroll, management, and
accounting functions within a business.
 Normally packaged as a data base,
hundreds of companies sell some form
of HRIS.

6. THE HUMAN RESOURCE INFORMATION
SYSTEMS (HRIS) PROVIDE OVERALL:
 Management of all employee
information.
 Reporting and analysis of employee
information.
 Company-related documents such as
employee handbooks, emergency
evacuation procedures, and safety
guidelines.

7.  Benefits administration including
enrolment, status changes, and
personal information updating.
 Complete integration with payroll and
other company financial software and
accounting systems.
 Applicant tracking and resume
management.

8. THE HRIS THAT MOST EFFECTIVELY
SERVES COMPANIES TRACKS:
 attendance and PTO use,
 pay raises and history,
 pay grades and positions held,
 performance development plans,
 training received,
 disciplinary action received,
 personal employee information, and
occasionally,

9.  management and key employee
succession plans,
 high potential employee identification,
and
 applicant tracking, interviewing, and
selection.

10. CURRENTLY HUMAN RESOURCE
MANAGEMENT SYSTEMS ENCOMPASS:
 Payroll
 Work Time
 Benefits Administration
 HR management Information system
 Recruiting
 Training/Learning Management System
 Performance Record
 Employee Self-Service

11. Many organizations have gone beyond
the traditional functions and developed
human resource management
information systems, which support
recruitment, selection, hiring, job
placement, performance appraisals,
employee benefit analysis, health, safety
and security.

12.  With an appropriate HRIS, Human
Resources staff enables employees to do
their own benefits updates and address
changes, thus freeing HR staff for more
strategic functions.
 Additionally, data necessary for employee
management, knowledge development,
career growth and development, and
equal treatment is facilitated.
 Finally, managers can access the
information they need to legally, ethically,
and effectively support the success of
their reporting employees.

13. SUCCESSION PLANNING AND
CAREER PLANNING
 Succession planning is a process for
identifying and developing internal
personnel with the potential to fill key or
critical organizational positions.
 Succession planning ensures the
availability of experienced and capable
employees that are prepared to assume
these roles as they become available.
 Succession planning accelerates the
transition of qualified employees from
individual contributors to managers and
leaders.

14.  Career planning involves matching an
individual’s career goals with
opportunities existing in the organization.
 The organization should identify its own
requirements and opportunities, and
offer training and career information to its
employees.
 The individual should recognize his goal,
aptitude, and recognize what training,
and development is essential for a specific
career path.

15.  Career planning is a practical method
to meet the organizations internal
staffing necessities. When companies
promote career planning, employees
are too motivated to pursue additional
education, and training.
 Workforce has certain expectations
from the organization concerning their
career development.

16.  These are Career equity, Supervisory
concern, awareness of career
opportunities, and Assessment of
potential.
 Organizational endurance and expansion
are the vital tasks of the top management
of every organization. These tasks can be
satisfied by planning management
succession to make certain the
accessibility of the correct kind of
management personnel at the right time
and in the exact positions to provide for
constant organizational strength.

17. ADVANTAGES BECAUSE OF
INTEGRATION OF CAREER
PLANNING AND EFFECTIVE
SUCCESSION PLANNING WITH THE
HELP OF HRIS…

18.  It decreases turnover since the
organization’s concern for employee
results in higher employee faithfulness.
 It facilitates to build an internal team
of promotable employees.
 It encourages employees to develop.
 It taps employee skills by providing
them with explicit career objectives.
 It satisfies employee requirements for
acknowledgment and achievement.

19. Builds relation in addition to, cautiously
study the behavior and performance of
successors over an extended period.
 Carry out a SWOT analysis of the
company to find out its leadership
requirements currently and in the
upcoming years.
 Give a sense of stability, direction, and
expectations for every key stakeholder:
shareholders, customers, employees,
and vendors.

20.  Build up a planned leadership Human
Resource Plan that consists of plans to
bridge the gaps, need analysis, and
complete position descriptions.
 Keep hold of key employee who may
otherwise leave if not properly
acknowledged as the successor.

21. THANK YOU